Business Development Representative (NYC)
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information; do not invent or summarize away detail.
Thus we need to extract details exactly.
Let's capture each piece.
About Kombo description: "Kombo (YC '22) is a unified API for HR, payroll, LMS, and recruiting systems. Instead of building dozens of integrations themselves, companies integrate once with us and we handle the differences in data models, auth, and API behavior across 100+ systems. Since YC Raised $30M+ from Y Combinator, Volition Capital, Acadian Ventures, 468 Capital, and others Grew from 0 to $10M+ ARR and hundreds of customers (top ~5% of VC-backed startups by growth rate) 60+ team members across NYC and Berlin, 20+ nationalities represented Customers include Indeed, Greenhouse, JobGet, Recruitics, Thatch, Experian, Juicebox, HeyJobs, Spendesk, and Gem. Angels include Paul Forster (founder of Indeed), Sultan Saidov (Beamery), Jean-Denis Grèze (Plaid), and Carsten Thoma (Celonis). See the team here."
We need to preserve that as prose under About the role? Actually About the role section should describe the role, not company. But we have company description separate. The instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So About the role likely refers to role description, not company. However we have company description that is substantive; where to put it? Could be part of About the role? Might be considered "About the role" includes company context? Usually "About the role" is role description. But we have no other place to put company description. Could we create a section "About the company"? Not allowed headings list. So we must fold it into one of the allowed sections. Perhaps we can put it under About the role as introductory context. The instruction: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." Company description is not minor metadata; it's substantive. But we have no heading for it. However we could treat it as part of About the role (makes sense: describing the role at the company). So we can include company description in About the role section.
Thus About the role section will contain paragraphs: company description and role description.
Now Responsibilities: "What you'll do" bullet points? It's prose: "At any given time, only ~5% of your ICP is in market for our product. Your job is to figure out how to reach 100% of that 5%. That means going deep on the product, our customers, and how they buy, then forming your own point of view on how to meet them where they are. You'll stay current on what's working in outbound, lean on our advisors and partners, and grow into a strong GTM operator. As the team grows, you'll help onboard new BDRs and share what's working on accounts, messaging, and outbound."
We can put that as
or maybe break into
- for each duty? It's a list of duties but not explicitly bullet. Could treat as
. The instruction: Use
- for any list of duties/requirements/benefits. Since it's a list of duties, we could split into items. But we need to preserve all substantive information; we can convert sentences into list items. That would be okay as long as we don't lose info. Let's do that.
Duties:
- Figure out how to reach 100% of the ~5% of ICP that is in market for our product.
- Go deep on the product, our customers, and how they buy, then form your own point of view on how to meet them where they are.
- Stay current on what's working in outbound, lean on our advisors and partners, and grow into a strong GTM operator.
- As the team grows, help onboard new BDRs and share what's working on accounts, messaging, and outbound.
That seems fine.
Now Qualifications/Skills: "What we're looking for" traits: list:
- You're curious and humble, and you ask questions to really understand a customer before adjusting your angle.
- You communicate clearly, in writing and on calls.
- You take ownership of your work and figure things out with structured, independent thinking.
- You have a bias toward action, and would rather ship, learn, and iterate than wait for the perfect plan.
- You want the fastest track to AE and thrive in a fast-paced, high-growth environment.
- You enjoy working in person with a team.
We can put these as
- under Qualifications or Skills. Since they are traits/skills, we could put under Skills. But we also have Qualifications heading. We could combine into one section "Qualifications" and list them. Or we could have both Qualifications and Skills with same content? Better to pick one. The instruction: Prefer a few substantive sections over many thin ones. So we can have one section for Qualifications (or Skills). Let's choose "Qualifications". We'll list the traits as items.
Now Benefits: "What we offer" includes:
- Competitive base + variable comp
- Generous ESOP
- Bi-annual team offsites and monthly events
- Direct access to senior mentors and advisors
- We're aiming to 3x our team and revenue this year, so there's real room to grow.
We can list as
- .
Pay: "$80-100k OTE + equity". That's pay.
Schedule: "On-site Full-time". That's schedule.
Now we need to output HTML fragment only, no /, no markdown fences.
We'll produce:
About the role
Kombo (YC '22) is a unified API for HR, payroll, LMS, and recruiting systems. Instead of building dozens of integrations themselves, companies integrate once with us and we handle the differences in data models, auth, and API behavior across 100+ systems. Since YC Raised $30M+ from Y Combinator, Volition Capital, Acadian Ventures, 468 Capital, and others Grew from 0 to $10M+ ARR and hundreds of customers (top ~5% of VC-backed startups by growth rate) 60+ team members across NYC and Berlin, 20+ nationalities represented Customers include Indeed, Greenhouse, JobGet, Recruitics, Thatch, Experian, Juicebox, HeyJobs, Spendesk, and Gem. Angels include Paul Forster (founder of Indeed), Sultan Saidov (Beamery), Jean-Denis Grèze (Plaid), and Carsten Thoma (Celonis). See the team here.
The BDR role is one of the highest-impact roles at Kombo. You'll be where most of our new pipeline starts, generating demand from a curated list of accounts we know we can serve well. ARR is our top metric company-wide, and a strong BDR can be directly responsible for up to 20% of new revenue in a given quarter. Pair that with the speed of learning and ownership we expect, and you'll grow fast: AE in roughly 12 months is the most common next step, with paths into management, operations, expansion, and support opening up as we scale. You'll work closely with AEs in pods, thinking strategically about how to prioritize and win top accounts. The role is thoughtful and focused, not automated or mindless. We win as a team, so you'll also work with people across the company, including the founders, to find the best way into complex, high-value accounts. Because of this, we don't micro-manage. We expect everyone here to own their role, including the people supporting you so you can hit your targets.
Then Responsibilities:
Responsibilities
- Figure out how to reach 100% of the ~5% of ICP that is in market for our product.
- Go deep on the product, our customers, and how they buy, then form your own point of view on how to meet them where they are.
- Stay current on what's working in outbound, lean on our advisors and partners, and grow into a strong GTM operator.
- As the team grows, help onboard new BDRs and share what's working on accounts, messaging, and outbound.
Qualifications:
Qualifications
- You're curious and humble, and you ask questions
for prose. We need to preserve all substantive information; do not invent or summarize away detail. Thus we need to extract details exactly. Let's capture each piece. About Kombo description: "Kombo (YC '22) is a unified API for HR, payroll, LMS, and recruiting systems. Instead of building dozens of integrations themselves, companies integrate once with us and we handle the differences in data models, auth, and API behavior across 100+ systems. Since YC Raised $30M+ from Y Combinator, Volition Capital, Acadian Ventures, 468 Capital, and others Grew from 0 to $10M+ ARR and hundreds of customers (top ~5% of VC-backed startups by growth rate) 60+ team members across NYC and Berlin, 20+ nationalities represented Customers include Indeed, Greenhouse, JobGet, Recruitics, Thatch, Experian, Juicebox, HeyJobs, Spendesk, and Gem. Angels include Paul Forster (founder of Indeed), Sultan Saidov (Beamery), Jean-Denis Grèze (Plaid), and Carsten Thoma (Celonis). See the team here." We need to preserve that as prose under About the role? Actually About the role section should describe the role, not company. But we have company description separate. The instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So About the role likely refers to role description, not company. However we have company description that is substantive; where to put it? Could be part of About the role? Might be considered "About the role" includes company context? Usually "About the role" is role description. But we have no other place to put company description. Could we create a section "About the company"? Not allowed headings list. So we must fold it into one of the allowed sections. Perhaps we can put it under About the role as introductory context. The instruction: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." Company description is not minor metadata; it's substantive. But we have no heading for it. However we could treat it as part of About the role (makes sense: describing the role at the company). So we can include company description in About the role section. Thus About the role section will contain paragraphs: company description and role description. Now Responsibilities: "What you'll do" bullet points? It's prose: "At any given time, only ~5% of your ICP is in market for our product. Your job is to figure out how to reach 100% of that 5%. That means going deep on the product, our customers, and how they buy, then forming your own point of view on how to meet them where they are. You'll stay current on what's working in outbound, lean on our advisors and partners, and grow into a strong GTM operator. As the team grows, you'll help onboard new BDRs and share what's working on accounts, messaging, and outbound." We can put that as
or maybe break into
- for each duty? It's a list of duties but not explicitly bullet. Could treat as
. The instruction: Use
- for any list of duties/requirements/benefits. Since it's a list of duties, we could split into items. But we need to preserve all substantive information; we can convert sentences into list items. That would be okay as long as we don't lose info. Let's do that.
Duties:
- Figure out how to reach 100% of the ~5% of ICP that is in market for our product.
- Go deep on the product, our customers, and how they buy, then form your own point of view on how to meet them where they are.
- Stay current on what's working in outbound, lean on our advisors and partners, and grow into a strong GTM operator.
- As the team grows, help onboard new BDRs and share what's working on accounts, messaging, and outbound.
That seems fine.
Now Qualifications/Skills: "What we're looking for" traits: list:
- You're curious and humble, and you ask questions to really understand a customer before adjusting your angle.
- You communicate clearly, in writing and on calls.
- You take ownership of your work and figure things out with structured, independent thinking.
- You have a bias toward action, and would rather ship, learn, and iterate than wait for the perfect plan.
- You want the fastest track to AE and thrive in a fast-paced, high-growth environment.
- You enjoy working in person with a team.
We can put these as
- under Qualifications or Skills. Since they are traits/skills, we could put under Skills. But we also have Qualifications heading. We could combine into one section "Qualifications" and list them. Or we could have both Qualifications and Skills with same content? Better to pick one. The instruction: Prefer a few substantive sections over many thin ones. So we can have one section for Qualifications (or Skills). Let's choose "Qualifications". We'll list the traits as items.
Now Benefits: "What we offer" includes:
- Competitive base + variable comp
- Generous ESOP
- Bi-annual team offsites and monthly events
- Direct access to senior mentors and advisors
- We're aiming to 3x our team and revenue this year, so there's real room to grow.
We can list as
- .
Pay: "$80-100k OTE + equity". That's pay.
Schedule: "On-site Full-time". That's schedule.
Now we need to output HTML fragment only, no /, no markdown fences.
We'll produce:
About the role
Kombo (YC '22) is a unified API for HR, payroll, LMS, and recruiting systems. Instead of building dozens of integrations themselves, companies integrate once with us and we handle the differences in data models, auth, and API behavior across 100+ systems. Since YC Raised $30M+ from Y Combinator, Volition Capital, Acadian Ventures, 468 Capital, and others Grew from 0 to $10M+ ARR and hundreds of customers (top ~5% of VC-backed startups by growth rate) 60+ team members across NYC and Berlin, 20+ nationalities represented Customers include Indeed, Greenhouse, JobGet, Recruitics, Thatch, Experian, Juicebox, HeyJobs, Spendesk, and Gem. Angels include Paul Forster (founder of Indeed), Sultan Saidov (Beamery), Jean-Denis Grèze (Plaid), and Carsten Thoma (Celonis). See the team here.
The BDR role is one of the highest-impact roles at Kombo. You'll be where most of our new pipeline starts, generating demand from a curated list of accounts we know we can serve well. ARR is our top metric company-wide, and a strong BDR can be directly responsible for up to 20% of new revenue in a given quarter. Pair that with the speed of learning and ownership we expect, and you'll grow fast: AE in roughly 12 months is the most common next step, with paths into management, operations, expansion, and support opening up as we scale. You'll work closely with AEs in pods, thinking strategically about how to prioritize and win top accounts. The role is thoughtful and focused, not automated or mindless. We win as a team, so you'll also work with people across the company, including the founders, to find the best way into complex, high-value accounts. Because of this, we don't micro-manage. We expect everyone here to own their role, including the people supporting you so you can hit your targets.
Then Responsibilities:Responsibilities
- Figure out how to reach 100% of the ~5% of ICP that is in market for our product.
- Go deep on the product, our customers, and how they buy, then form your own point of view on how to meet them where they are.
- Stay current on what's working in outbound, lean on our advisors and partners, and grow into a strong GTM operator.
- As the team grows, help onboard new BDRs and share what's working on accounts, messaging, and outbound.
Qualifications
- You're curious and humble, and you ask questions
- .
Pay: "$80-100k OTE + equity". That's pay.
Schedule: "On-site Full-time". That's schedule.
Now we need to output HTML fragment only, no /, no markdown fences.
We'll produce:
- under Qualifications or Skills. Since they are traits/skills, we could put under Skills. But we also have Qualifications heading. We could combine into one section "Qualifications" and list them. Or we could have both Qualifications and Skills with same content? Better to pick one. The instruction: Prefer a few substantive sections over many thin ones. So we can have one section for Qualifications (or Skills). Let's choose "Qualifications". We'll list the traits as items.
Now Benefits: "What we offer" includes:
- Competitive base + variable comp
- Generous ESOP
- Bi-annual team offsites and monthly events
- Direct access to senior mentors and advisors
- We're aiming to 3x our team and revenue this year, so there's real room to grow.
We can list as
- for any list of duties/requirements/benefits. Since it's a list of duties, we could split into items. But we need to preserve all substantive information; we can convert sentences into list items. That would be okay as long as we don't lose info. Let's do that.
Duties:
- Figure out how to reach 100% of the ~5% of ICP that is in market for our product.
- Go deep on the product, our customers, and how they buy, then form your own point of view on how to meet them where they are.
- Stay current on what's working in outbound, lean on our advisors and partners, and grow into a strong GTM operator.
- As the team grows, help onboard new BDRs and share what's working on accounts, messaging, and outbound.
That seems fine.
Now Qualifications/Skills: "What we're looking for" traits: list:
- You're curious and humble, and you ask questions to really understand a customer before adjusting your angle.
- You communicate clearly, in writing and on calls.
- You take ownership of your work and figure things out with structured, independent thinking.
- You have a bias toward action, and would rather ship, learn, and iterate than wait for the perfect plan.
- You want the fastest track to AE and thrive in a fast-paced, high-growth environment.
- You enjoy working in person with a team.
We can put these as